Lead your team with facts, not guesswork or hovering
You're accountable for results from people you may only see on video. CyberWall Insights shows how your team's day is going, who is ahead, who is stuck, and who may be carrying too much, so your one-on-ones start from the same page.
Managing people you can't see is a different job
You only see part of the team's day
Meetings and chat show a slice of the work. The rest happens out of view.
Quiet high performers get overlooked
The people who just get things done rarely ask for recognition, or help when they're overloaded.
Coaching without examples goes nowhere
"Try to be more focused" doesn't land. "Your afternoons dropped off this month" does.
You find out too late
A slide that started three weeks ago is much harder to fix than one you catch in the first few days.
Fairness questions
When one person gets feedback and another doesn't, you need to be able to show it was based on the same data.
Know who's started before your first meeting
Real-time shows each person as active, idle or offline, their current application, and their productive share so far today. Filter to your team and you have a quick roll call without sending a single message.
- Status for your team at a glance
- Current app and productive % today
- Refreshes every minute
Bring specifics to the conversation
The per-person hourly timeline and daily work metrics show when the productive hours happened and where the day went. Use them to recognize strong weeks and to ask better questions about tough ones.
- Hourly timeline per person
- Work time, screen time and productive time
- Trends across weeks
| Employee | Productive | Neutral | Unproductive | Work time |
|---|---|---|---|---|
| A. Rivera | 6h 12m | 1h 05m | 0h 21m | 8h 02m |
| J. Chen | 5h 48m | 1h 22m | 0h 34m | 7h 55m |
| M. Patel | 4h 57m | 1h 40m | 0h 52m | 7h 41m |
Set the bar once, then let the report keep score
Give your team a productive-hours goal and over- and under-utilization thresholds. Productivity achievement shows who's meeting it, so you can rebalance work before someone burns out or coasts.
- Productive-hours goal per day
- Over- and under-utilization thresholds
- Achievement by person
| Employee | Schedule | First activity | Last activity | Status |
|---|---|---|---|---|
| A. Rivera | 8:00–5:00 | 7:56 am | 5:04 pm | On time |
| J. Chen | 8:00–5:00 | 8:21 am | 5:02 pm | Late start |
| M. Patel | 9:00–6:00 | 8:58 am | 4:31 pm | Early end |
| S. Okafor | 8:00–5:00 | 7:49 am | 5:15 pm | On time |
| D. Kim | 8:00–5:00 | — | — | Absent |
Let the system watch so you don't have to
Turn on a few alarms, such as idle over two hours or unproductive time over one hour, and get one alert per person per day in email, Microsoft Teams or Slack. Review it, mark it reviewed or dismissed, and move on.
- Presets you can enable in a minute
- Delivered where you already work
- Alarm log with review status
How good managers use Insights
- Look at trends weekly. Daily numbers bounce around.
- Recognize good weeks out loud. Data should not only show up in tough conversations.
- Ask before you assume. A low afternoon might be a client call on a cell phone.
- Adjust categories for your team. If a site is part of the job, mark it productive for your team.
What you won't see, and why that helps you
Your team will trust the numbers more when they know the limits.
- Keystrokes or anything they type
- Messages, email or document contents
- Full web addresses (site names only)
- Screenshots, unless your company requests the add-on
Managers see only their own company's data, and every login uses MFA. Read about privacy by design
Questions we hear
Can I see only my own team?
Yes. Filter any report to your team. Access is set per manager, and managers only see their own company.
How often should I check Insights?
Most managers glance at real-time in the morning and review trends once a week. Alerts cover the things that need attention in between.
What should I do when an alert comes in?
Look at the context first, such as the timeline and activity log for that day. Then decide whether it's worth a conversation. Mark the alert reviewed or dismissed so the log stays clean.
Can I change what counts as productive for my team?
Yes. Categories can be adjusted per team and per person, so tools specific to your team's work are counted correctly.
Does Insights write performance reviews?
No. It gives you facts about how computer time was spent. Coaching recommendations are coming soon. Judgment about quality and results is still yours.
Make your next one-on-one easier.
Try Insights on your own team for 14 days and walk in with real examples, good and bad.